The The PowerPower of  of Rewarding PeoplRewarding Peopl

ee

The The PowerPower of  of Rewarding PeoplRewarding Peopl

ee

Ramona Becker, Ed.D.Organizational and Staff Development Director

Adjunct Political Science InstructorButler Community College

Power

Why Bother?• Organizations with performance recognition programs had

80% or higher employment engagement plus the values increased as the companies expanded their programs.

• 15 years ago, pay was 5th most important for workers; today it's 8th.

• Recognition, development and career opportunities combined have equal value to benefits. The broader the definition of a total rewards strategy, the less likely cash will exist as a reward.

• A Florida State University survey of more than 700 people shows about one third of people have problem bosses.– 31% say supervisors gave them "the silent treatment" in the past

year.  – 37% say their boss doesn't give credit where credit's due.

Why Bother?• Recognition and rewards validate performance and motivate

employees towards continuous improvement. If rewards are immediate, appropriate and personal, they can help prevent turnover.

• 35% of workers and 30% of chief financial officers (CFOs) polled cited frequent recognition of accomplishments as the most effective nonmonetary reward.

• Non-cash programs are viewed as more effective in achieving eight out of 10 corporate goals

• The payoff from engaged employees is the gift that keeps on giving.

Why Bother?

Gallup found that individuals who receive regular recognition and praise:

– increase their individual productivity– increase engagement among their colleagues– have better safety records and fewer accidents on the

job– are more likely to stay with the organization longer– receive higher loyalty and satisfaction scores from

customers

Fast Facts From How Full Is Your Bucket?

• The number-one reason people leave their jobs: They don't feel appreciated.

• 65% of Americans received no recognition in the workplace last year.

• Bad bosses could increase the risk of stroke by 33%.• A study found that negative employees can scare off every

customer they speak with -- for good.• 9 out of 10 people say they are more productive when they're

around positive people.• The magic ratio: 5 positive interactions for every 1 negative

interaction.• Extending longevity: Increasing positive emotions could

lengthen life span by 10 years.

As Mark Twain once said,

"I can live for two months on a good compliment."

Magic sparks . . .

. . . that ignite employees to become engaged with passionate enthusiasm!

See Dr. Idalhlynn Karre’s first handout!• Gratitude at your finger tips• Celebrate the day• Make time • Etc.

• Third annual Brown University Employee Appreciation and Recognition Day

• Thirty-four employees, nominated by their peers, were

– honored with excellence awards in the categories of citizenship, diversity, efficiency, innovation, managing for excellence, service and "rising star."

– Winners received a certificate along with a handshake and photo op with Simmons as they crossed the stage.

– Nearly 500 other employees were recognized informally for five, 10, 15, 20, 25 and 30 or more years of service, including Simmons (five years), who was presented with a commemorative pin by Hunter as she took the podium.

Magic sparks . . .

Practice the Fish Philosophy!

Magic sparks . . .

Make their Day!

Make their Day!Choose Your Attitude!

Choose Your Attitude!Play!Play!

Be there!Be there!

Magic sparks . . .

- William Flanagan

https://www.thanks.com

Magic sparks . . .

To make sure your thanks has spark, remember these three words:

Timely, Frequent, Specific

Magic sparks . . .

Add a drop to a vital friend’s bucket

Tom Rath's methods for keeping positive energy high & negative energy away.

• Prevent bucket dipping (other people taking your positive energy away!) • Get rid of negativity for a stronger foundation • Shine a light on what is right in life instead of what is wrong • Develop best-friend caliber relationships at work • Give unexpected and random gifts to people-including the gifts of trust

and responsibility

http://www.bucketbook.com

Educator's Edition of How Full Is Your Bucket?

http://education.gallup.com/

Carrot Culture

• Grow recognition in your organization with ideas and tips from bestselling authors Adrian Gostick andChester Elton.

The Invisible EmployeeRealizing the hidden potential in everyone

A Carrot A DayA daily dose of recognition for your employees

24-Carrot ManagerA remarkable story of how a leader can unleash human potential

Managing With CarrotsUsing recognition to attract and retain the best people

http://www.podcastdirectory.com/podcasts/6582

10 PROVEN TACTICS

1.   Know your organization inside and out. 2.   Listen to the organization at every level. Start at the top. 3.   Forge internal alliances with frontline stakeholders. 4.   Learn from the best. 5.   Identify your critical success factors. 6.   Give everyone the skills, resources and tools they need. 7.   Communicate ad nauseam! Then do it some more. 8.   Help your people design and own the process & program. 9.   Roll it out with an internal marketing campaign. 10. Measure your impact and improve your processes.

•The Magic of Employee Recognition, 10 Proven Tactics

Total reward models have seven rules:

1. Buy-in from management

2. Proper design

3. Implementation

4. Ability to measure

5. A budget outside of HR

6. A nomination and approval process ushered down to the lowest common denominator -- preferably peer-to-peer at most immediate supervisor

7. Grossing the reward up to include taxes.

Avoid dead Ends & Counterproductive Efforts

``Unfortunately, what I find is employers do more wrong than right," says Ken Siegel, a management psychologist and president of the Impact Group

``I think it's very much a case of the road to hell being paved with good intentions."

• Insufficiently trained managers can be inept in the art of recognition

• Patchwork-style recognition approach• Breeding internal resentment. • Few employers track results.• Giving something they don’t want.• Ignoring valued employees.

Ninth Year!for Butler . . .

http://www.butlercc.edu/org_staff_dev/great_grizzly_deeds.cfm

Organizations

• National Association of Employee Recognition http://www.recognition.org/

• WorldatWork Society of Certified Professionals http://www.worldatworksociety.org/

• WorldatWork www.worldatwork.org

• The National Council for Staff, Program and Organizational Developmenthttp://www.ncspod.org/

Bibliography

• Free Rewards, William Flanagan, Incentive; Nov 2006; 180, 11; ABI/INFORM Global, pg. 6

• How Full Is Your Bucket?: Positive Strategies for Work and Life. Tom Rath, Donald O. Clifton.

• 1001 Ways to Reward Employees. Bob Nelson • Recognition That Resonates, Charlotte Huff. 

Workforce Management. Costa Mesa: Sep 11, 2006.Vol.85, Iss. 17;  pg. 25, 3 pgs

• Your Message Inside Goes Outside, Patricia Childers. HRMagazine. Alexandria: Sept 2005.Vol.50, Iss. 9;  pg. 84, 4 pgs

• The Magic of Employee Recognition, 10 Proven Tactics from CalPERS and DISNEY by Dee Hansford

Reward Yourself!

Reward Yourself!

Contact information:Ramona Becker, Ed.D

Butler Community College

322-3282, 733-3282 (Wichita area)

rbecker@butlercc.edu

Thank you for

participating!